MBA教育中心知识库

  目前，我国经济已经由高速发展转变为高质量发展的新阶段，统筹人才战略、基础研究、金融创新与实体经济协同推进，是实现高质量发展的关键所在。兰州众邦公司作为以电线电缆制造销售为主的实体经济企业，处在“一带一路”沿线地区，具有一定区位优势和制造业创新优势。但是随着新冠疫情和经济下行压力的影响，公司主营业务拓展受阻，市场需求持续下滑，员工创新不足和技能型人才流失日趋严重。如何在国内大循环和国际国内双循环的市场竞争中主动适应市场需求、加大科研投入、激励员工创新，提升核心竞争力，是摆在公司面前急需破解的难题。

  本文以中层销售经理为研究对象。首先，通过查阅公司有关资料，以问卷调查和个别访谈的形式对现有绩效考核体系进行系统研究，分析了公司中层销售经理绩效考核存在指标设计不科学、选择评价主体不恰当、考核指标没有具体量化等三个方面问题，找出了公司绩效考核缺乏战略思维系统思维、反馈申诉机制不完善、监督保障机制不健全等三个方面原因。其次，在构建基于KPI视角的中层销售经理绩效考核体系过程中，采用鱼骨图分析法，分解得到一级考核指标，结合中层销售经理岗位职责分析得到二级和三级指标，采用观察法和层次分析法（AHP）对各层级指标权重进行了计算确定，保证了重要程度的一致性，制定了绩效考核评分标准，最终构建出基于KPI视角的中层销售经理绩效考核体系。最后，运用360度考核方法，明确了绩效考核体系的评价主体、考核周期、反馈申诉以及结果运用，围绕公司实施绩效考核体系的文化背景和制度机制，提出了实施绩效考核的保障措施。本文得出了基于KPI视角的中层销售经理绩效考核体系是动态的体系，公司负责人具备战略思维以及形成KPI绩效考核共识的重要性的结论，提出对KPI绩效考核评价体系进行实证研究和信息化、数据化的研究展望，在促进员工价值与实现公司战略目标相统一的基础上，使KPI绩效考核体系实践运用更加便捷高效。

    At present, China's economy has changed from a high-speed development to a high-quality development stage. The key to achieve high-quality development lies in the coordination of talent strategy, basic research, financial innovation and the real economy. Lanzhou Zhong Bang Company, along the "Belt and Road" area, has the advantages of location and manufacturing innovation. However, with the impact of COVID-19 pandemic and the pressure of economic downturn, the main business development of the company is blocked, the market demand continues to decline, and the shortage of staff and the loss of skilled talents are becoming increasingly serious. How to actively adapt to market demand, increase investment in scientific research, encourage employees to innovate, and enhance core competitiveness in the domestic and international dual cycle market competition is a problem that companies need to solve urgently.

    This paper takes middle-level sales managers as the research object. Firstly, through consulting the relevant information of the company, this paper makes a systematic study on the existing performance appraisal system in the form of questionnaire survey and individual interview, and analyzes three problems existing in the performance appraisal of the company's middle-level sales managers, such as unscientific index design, inappropriate selection of evaluation subject, and lack of mass evaluation index. And there are three reasons for the company's performance appraisal, such as the lack of strategic thinking system thinking, the imperfect feedback and appeal mechanism, and the imperfect supervision and guarantee mechanism. Secondly, in the process of constructing the performance appraisal system of middle-level sales manager based on KPI perspective, the fishbone diagram analysis method is used to decompose the first level appraisal index, and the second and third level indexes are obtained by combining with the post responsibility analysis of middle-level sales manager. The weight of indicators at all levels is calculated and determined by observation method and analytic hierarchy process（AHP）, which ensures the consistency of importance, and establishes the performance appraisal scoring standards. And the performance appraisal system of middle-level sales managers based on KPI perspective constructs. Finally, using 360 degree evaluation method defines the evaluation subject, evaluation cycle, feedback appeal and result application of the performance evaluation system. Around the cultural background and institutional mechanism of the company's implementation of the performance evaluation system, and the guarantee measures for the implementation of the performance evaluation system will be proposed. This paper draws the conclusion that the performance appraisal system of middle-level sales managers based on KPI perspective is a dynamic system, and the company leaders have strategic thinking and the importance of forming a consensus on KPI performance appraisal, and also puts forward the empirical research, informatization and data-based research prospect of KPI performance appraisal system, on the basis of promoting the unity of employee value and achieving the company's strategic objectives, it makes the practical application of KPI performance appraisal system more convenient and efficient.